think tank combined idea

8/11/2019 Think Tank Combined Idea

1/22

Think Tank Collabor


2/22

Motivate, inspire, and recognize sales colleagues for top market share grow

performance Emphasis on striving for excellence and intrinsic motivators

Generate sales during POAIII

Spread awareness of customer engagement model to prepare for launch in

Share best practices across the sales organization

Think Tank Objectives


3/22

Driving Towards SU


4/22

Launch a contest to the field that will inspire and motivate D

Sales Employees to drive Market Share Growth for Victoza

aNovoLog.

Why Victozaand NovoLog? With the launch of Levemir FlexTouchand the contest currently in

representatives are focusing all of their efforts on Levemir.

Overview

Week ending 6/9 Share Change

Victoza 0%

NovoLog -0.4%

Levemir 0.9


5/22

President

Calling top VP and RBD per area Sign handwritten card to 34 winners

SVP Kickoff Communication

Participate in Lunch at POA Sign certificates

Calling top team per area

VP Motivational reminder

RBD Motivational reminder

Corporate Contest Criteria (PDF that l

Excellence Awards GlobeSh

Customer engagement mes(Cards mailed to the field)

Implementation


6/22

Position WinnersVP (1) Per nation

RBD (1) Per area

ERBD (1) Per nation

I/HSRBD (1) Per nation

DBM (1) Per area

EDBM (1) Per area

IDBM (1) Per nation

HSDBM (1) Per nation

E/DCS (1) Per area

IDCS (1) Per nation

HSDCS (1) Per nation

Contest Criteria

With an emphasis on excellence, the contes

recognize Diabetes SaEmployees who grow share during POAIII. Contest will begin in

and run through De2014

Written contest criterialigned to Sales Excelcriteria.


7/22

Certificate, Champagne, Aspire points

and celebrationwith Novo NordiskLeadership

All winners receive:

A signed certificate ofaccomplishment from JESH

A premium bottle of Champagne

100 Aspire points

The opportunity to participate incelebration at POA with Novo Nordisk

leadership to share best practices

Rewards


8/22

Item Projected ExpenseAspire Points $9,520 (3,400 points)

*every point is equivalent to $1.65

Certificate Free!

Certificate Printing/postage Fee $150 plus postage

Wild Card (6 people) $46,080 (6 winners plus (1)guest and 20% tax markup)

Customer Engagement messaging $6,000

Lunch with Leadership $1,700 ($50 per person)

Champagne $4,420 ($130 a bottle)

TOTAL $60,020*

*Lunch, certificates, and customer engagement messaging (covered by Communications)

Budget


9/22


10/22

Objective

Highlight individuals who exemplify our Triple Bottom Lin

beyond their everyday work life Motivate sales force and solidify their commitment to NN

1YEAR

ANNIVERSARYTriple Bottom Line0


11/22

Implementation

Monthly vignettes showcasing NNI employees that go abobeyond in their community, work, and family

Globeshare article announces monthly nominees and hightheir story

Globeshare video/article expanding reason for nominationthey are doing

ET/VP level to announce monthly nominees and acknowle

inspiration they bring to our organization through their ef NNI to donate monetary contribution to entity of nominee


12/22

Outcome

Inspire & motivate the field

Celebrate the people that make NNI stand out from

Internal recognition Nominee is highlighted

Peers are highlighted

Builds team based culture for recognition

External recognition

Nominee is recognized for efforts to their cause

Novo Nordisk is recognized for support of their cause


13/22

Marketing Ideas


14/22

Budget

Initial kickoff ~$5k

Initiative can be expanded to meet needs


15/22

3 Steps, 2 Levels, Appreciate, comm


16/22

Appreciate: To inspire and show our appreciation for sale

DBMs through the incorporate of the ACE motto

Communicate:

VPs and RBD will call an employee two levels down (DBM, rep) ten minute phone call to discuss their goals, IDP, professional aaspects of their lives, what motivates them etc.

DBM and RBDs will nominate possible candidates to VP and RB

Qualifications will not be based on performance, but who personal nepush given through this phone call

Overview


17/22

We dont want the conversation to end there.

We want to continue to inspire and show our appreciation reps and DBMs through a follow up

Follow ups can be either a hand written letter, aspire points, a gwhatever the director or RBD decides based on how the conver

Elevate


18/22

Telephoning t.. A W


19/22

Overview

A Re-Recruiting Campaign of Top Talent

Sales VPs will pick their top 10 E/DBMs and E/RBD selectin10 E/DCS for this campaign.

Each VP/RBD will have their admin set up a specific time to1:1 phone conversation with select talent.

Phone calls will be 10-15 minutes in duration.


20/22

Implementation

Provide an overview of the E/DBM or E/DCS contribution to

Region during the past year (COE wins, Vision Awards, Potcontribution, leadership projects, etc.)

A discussion on IDP and future plans for each E/DBM or E/

Each VP/RBD will provide more in-depth information on thOperations for Novo Nordisk (talking points will be provide

Latest financial decisions

Pipeline and future launches

Potential opportunities


21/22

Post-Call Activity

After each call, the VP/RBD will follow up with an email to

their 10 selected candidates.

Contents of E-mail from VP/RBD (scripted) Recap context of discussion

Emphasize continued need for strong leaders such as themselves

As a means of thank provide opportunity to order a gift box from Walling and Spe

Why Walling and Spencer?


22/22

Rewards

Choice of 5 different baskets to choose from ranging $75-

Walling and Spencer has its own set of principles that are

scope to NNNIs 7 elements of Living the Novo Nordisk WaTriple Bottom Line.

Food-based vendor with a mission to provide quality fofostering healthy communities as each purchase helps to fhunger and childhood obesity.

Each talent will choose from a range of customized gift boWalling and Spencer.

http://www.wallingspencer.com

think tank combined idea

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